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The task force will explain and show how practical it is to use job analysis to achieve the goals of the organization. The paper will explain the value of competency model to the Southwest airline managers and employees. The issues mentioned will ensure successful operation of the new hub in six months time (Jackson, Schuler & Werner, 2012).
HR expansion objectives guides Southwest airline. The company is determined to increase its financial gains by opening a new hub. One of the most valued HR objectives is market share, and the only way for Southwest airline to achieve this goal is by opening a new hub. In this case, the airline has considered other objectives like action planning that is imperative in defining the direction of any organization (Jackson et al, 2012). The innovation part of the airline is evident, and it aims at increasing productivity of the airline. These objectives, if sought properly, will drive the airline to the next level.
Resistance to change is always the issue encountered by many organizations. It is difficult to avoid resistance. However, its detrimental effects can be controlled by involving employees, especially those resisting change in the organization. Since employees were involved in deriving the objectives, it is best that the HR metrics be used to measure implied success. The metrics will ensure that Southwest airlines detect any need for correctional measures in a swift manner. In addition, the metrics will enable the airlines to gauge the progress and attest to its success. In this case, the monitoring key metrics should be enacted to help the airline define an objective’s progress, and whether or not the objective can be realized in time.
Job analysis involves defining the duties and clarifying information regarding to knowledge, skills and character of an employee. Job analysis is instrumental in enabling workforce planning,
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